The Advantages And Disadvantages Of Online Employees

Recruitment can incur a very large cost to an employer, therefore, organizations try to uses the method of recruitment which will have the lowest cost impact to the organization for each candidate.

One of the most important practices of HR is recruitment. When we are referring to Web Technology in recruitment we want to attract top performers and high potentials as

Online recruitment process is very obvious in recent years, which causes one of the ethical challenges. This sort of practice may give a positive or a negative result, for example, when a company checking for an

In today 's competitive business environment, companies need not only remain focused on an area of expertise but employee sustainment. Business leaders realize the need to foster and develop relationships with emerging organizations and solidify partnerships that offer complementary strengths. These alliances are designed to deliver robust solutions to address business challenges, drive revenue and exploit new market opportunities. But, what about the backbone of these organizations…the employees? Through the development of a complete benefit packages, companies are able to develop differentiated solutions that provide a competitive advantage. Telecommunications leaders such as Sprint, AT&T and Verizon leverage their industry-leading

RBC, which has “over 80,000 full-time and part-time employees who serve more than 16 million personal, business, public sector and institutional clients through offices in Canada, the U.S. and 37 other countries” (RBC, n.d., “Corporate Profile”), certainly used E-recruitment as the tool of hiring. “E-recruitment refers to the practices of advertising companies’ vacancies online (Galanaki, 2002), it’s one of the well-recognized worldwide trends of the human resources functions”(Darrag et al., 2010). There are many benefits using E-recruitment. Using E-recruitment help organization save time to find out appropriate talents because the organization can target the eligible candidates effectively and efficiently. In General, E-recruitment exists in software, such as e-link, Facebook, organization’s website, and so forth. The software is used by the users around the world. Hence, the recruitment of organization will extend to the applicants located in different places all over the world rather than only limit to local residents (Ghadeer M. B., 2014). This is why RBC is an organization that has a culture of diversity. Even though the employees of RBC come from different countries and have different cultures, they have equal rights whatever gender, race, religion, and so forth they are in the

Organisations are increasingly turning to external agencies to assist with certain elements of recruitment, particularly for attracting top talent. The use of new media/technology to recruit is also increasing CIPD (2015).This shows a trend of using agencies during the recruitment are become more popular between different organizations. The research report shows that “Recruitment difficulties over three-quarters of organisations that had attempted to fill vacancies experienced recruitment difficulties in the last year, regardless of sector” CIPD (2015). Thus recruitment agencies can be used as a way to helping organizations in the recruitment process. This report will focuses on three points: first analysis the advantages and disadvantages of using agencies during the recruitment process. Second how can agencies doing effective in recruiting right staff. Thirdly, the relationship between organisation and agency and how the organisation can manage the relationship with agencies successfully.

In order to solve any problem, it is first necessary to formulate a solution to that problem. The Recruitment project is a multi-solution approach to the problem of using technology in the recruiting process. The solution of updating the corporate website will be handled by the Information Technology manager and Intern. The solution of finding the right job boards to advertise and manage employee data on will be handled by a Human Resource manager and Intern. This solution will address the issues of marketing, finance and accounting, management leadership roles and scope, legal issues and concerns,

What is Working Online? Jesaffi (2015) says that, working online is working through the media of the internet as an intermediary between us with network client or people in need of our services. In fact, online work almost the same work in the real world, which distinguish about space and time. If working outdoors, we should set off in the morning and return in the evening, but working online can be done anywhere, especially at home, as long as they have an internet connection. Working from home already a distinctive trend in this era of technology nowadays. In fact, there are many enterprise require employees who do not have to come to the office normally. The sophistication of technology at this age is possible can be done online, easily,

On the contrary, candidates are on constant search of good organizations which offer better employment opportunities. Recruitment acts as an intermediate activity between organizations offering employment and candidates seeking employment opportunities. In abstract sense, the concept of recruitment is related to discovery of recruitment sources for selecting prospective employees. If recruitment procedure is followed in a scientific

32) “Recruitment includes those practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees.” According to Aboul-Ela (2014), recruitment plays an important role in an organisation to achieve the desires goals, as recruitment is the initial human resources function. The traditional recruitment system, which was time consuming, was documented on paper and an interview was required. Due to the reason that the traditional recruiting system is time consuming and burdensome, it is ideal for business enterprises to partake in the e-recruitment system. According to Afshar and Fayyazi (2013, p. 32) “E-recruitment is the use of the internet to attract potential employees to an organisation, and can include the use of an organization’s own corporate website as well as the use of commercial job boards.” According to Lee (2007), since the mid 1990’s e-recruiting had evolved from once being utilised as just a web page that posted job openings for job seekers to a recruitment system. E-recruitment is seen to be valuable within organisations as it has reduced the amount of capital a business has to put into a recruitment system. Also, e-recruitment has created brand exposure, due to applicants accessing the company’s official websites. E-recruitment has also created a wider reach for both candidates and employers, as the candidates are not limited to a specific area but are

On-line recruiting is the process of attracting and hiring applicants for positions within an organization through use of the internet. In this paper I will assess an on-line recruitment service, identify the advantages and disadvantages of this vehicle as a recruiting technique for an organization, evaluate the pros and cons of dealing with virtual resumes, and develop criteria an organization can use for selecting an on-line recruiting service.

Susan Ward(TB, 2016) talks about the different hiring shortcuts which are made available to new applicants which we find realistically speaking very modern and applicable to this new era of technology. Part 3 examines the different developmental stages in the recruitment process and how employers should go about it. We discuss new ways toward a better recruitment process and at the same time see the importance of incentives or perks to employees.

In addition, the employment process requires effective communication in terms of the messages to post via advertisements. This is because potential candidates will be attracted by the content of the messages displayed through the adverts. In light of the current technological advancements such as the Internet and social networks, human resource managers would want to utilize such channels to reach many potential candidates across the globe (Lugonja, 2011: 2). This calls for flexibility and willingness to invest in technology where adequate efforts have not been made. However, a multidimensional approach would work better since not all people can access the Internet. In a nutshell, the process of selection and recruitment involves looking for and motivating prospective employees to apply for available job posts. Being a negative process, selection entails scrutinizing the qualifications of candidates that have applied in order to choose only the best applicants for various jobs (Sharma, Khurana, & Khurana, 2009: 17).

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.

Organizations recruit existing employees by placing job postings, or communicating information about the vacancy on company bulletin boards or on corporate intranets, and anywhere else the organization communicates with employees or could be recommended by managers. Some advantages as well as some disadvantages of internal recruitment are seen in Table 1.